Pros
If you are destitute, they will hire just about anyone.
Cons
. The good people use this as a stepping stone and leave in a short time, so this place is full of incompetent people. Instead of fixing the root cause, they put a band-aid on the symptoms. . There is a huge education department to train all the new hires to replace those who have left. The very high turnover is not addressed. Why do you think there is such a high turnover? . Every new hire discovers a new way to break something, so the accounts are incorrect. This leads to the creation of a new risk report for everyone to review and work. It adds more work for everybody, but the inadequate training that caused the error is not resolved. . To reduce the high turnover, the new 2018 policy for 401(k) is to pay the 3% matching contribution next year instead of with each paycheck. Those who leave before the match is paid will not receive it. This 3% match starts vesting at a rate of 20% per year after working for 3 years. What is the reason for so many people wanting to leave? The benefits, pay, and matching is already very low, so do you think the vested 20% of 3% is significant enough to deter people from leaving? . Computers are slow and fail frequently. The solution is overtime for exempt staff because they are free, but do not fix the computers. . The antiquated computer logic will automatically post entries to the accounts based on certain trigger events. So people need to find and manually reverse these entries. Also need to manually check to make sure the computer has not messed up anything else and the accounts are correct. But nobody updates the outdated computer logic. . Management schedules monthly meetings to hear the staff vent and complain. The employees are unhappy about low pay, low pay again, again low pay, paltry benefits, expensive health insurance, failing computers, lack of training, no promotion opportunities, understaffing, long hours, no work-life balance. Management listens and gives a pep talk, but none of the issues that were raised are resolved. . There are very strict deadlines for accounting period close. That means working during holidays and weekends. As a result, employees are tired and didn’t have time to take care of personal errands (grocery, laundry, sleep). They have to request PTO to take care of the missed personal errands, meaning they worked overtime and also lose PTO for this time. . When something goes wrong (which is frequent due to antiquated systems, lack of training, inexperience, incompetence), everyone blames everyone else. They are veteran experts in finger pointing, the fastest, second to none. Someone will get written up or fired, but the underlying issue is not resolved, so it repeats in the future with another cycle of blaming and firing. . There is productivity software that keeps track of everyone’s performance. There is too much to do for so few people, so the goals are not realistic. Management constantly barks “Make it happen” but offers no help because they don’t know. . The HR department has no idea what is HR. Instead of doing HR, they have been transformed into a cheap social events department—Halloween costume contests, sports team uniform day, raffles, decorating contest, pot luck, bake sale. Notice that these events are paid by the employees. At least there is a department called HR. If they did their job and compared pay and benefits with other companies, they would realize it is way too low. Sweat shop level. . There is a company stock purchase program, where the amount is deducted from every paycheck. After accumulating for 3 months, the stocks are purchased. This means the company gets 3 free months of cash usage from the employees. The new 401(k) policy also provides free usage of cash for the company. Meanwhile, the employees lose out on any return on this cash during this time. What a pretense of superior benefits!
